This study explores the differential validity of SJT responding formats (i.e., selecting a response to an SJT item). It was hypothesized that the SJT on which respondents identified the best and worst options would be related to cognitive ability because this type of SJT has a high cognitive load and thus acts like a knowledge test. It was also hypothesized that the SJT on which respondents rated the effectiveness of each option on a Likert scale would be related to personality because it taps into test taker?s behavioral tendencies. Results show that the best-and-worst SJT was not related to measures of education (a proxy for cognitive ability) or measures of personality. The SJT on which respondents rated the effectiveness of each option on a Likert scale was related to measures of personality but not education. Finally, because the Likert SJT has a greater number of responses, it was rescored as following the best-and-worst SJT keying. This converted SJT was related to neither measures of education nor measures of personality. The choose best-and-worst SJT significantly predicted performance, while the Likert SJT and a Likert SJT converted to a best-and-worst SJT did not predict performance.

This study explores the differential validity of SJT responding formats (i.e., selecting a response to an SJT item). It was hypothesized that the SJT on which respondents identified the best and worst options would be related to cognitive ability because this type of SJT has a high cognitive load and thus acts like a knowledge test. It was also hypothesized that the SJT on which respondents rated the effectiveness of each option on a Likert scale would be related to personality because it taps into test taker?s behavioral tendencies. Results show that the best-and-worst SJT was not related to measures of education (a proxy for cognitive ability) or measures of personality. The SJT on which respondents rated the effectiveness of each option on a Likert scale was related to measures of personality but not education. Finally, because the Likert SJT has a greater number of responses, it was rescored as following the best-and-worst SJT keying. This converted SJT was related to neither measures of education nor measures of personality. The choose best-and-worst SJT significantly predicted performance, while the Likert SJT and a Likert SJT converted to a best-and-worst SJT did not predict performance.

No description available.

A Predictor Response Process model (see Ployhart, 2006) and research findings were leveraged to formulate research questions about, and generate construct validity evidence for, a new situational judgment test (SJT) designed to measure declarative and strategic knowledge. The first question asked if SJT response instructions (i.e., 'Should Do', 'Would Do') moderated the validity of an SJT in a maximum performance context. The second question asked what the upper-bound criterion-related validity coefficient is for SJTs in talent selection contexts in which typical performance is the criterion of interest. The third question asked whether the SJT used in the present study was fair for gender and ethnic-based subgroups according to Cleary's (1968) definition of test fairness. Participants were randomly assigned to complete an SJT with either 'Should Do' or 'Would Do' response instructions and their maximum decision making performance outcomes were captured during a moderate fidelity poker simulation. The findings of this study suggested knowledge, as measured by the SJT, interacted with response instructions when predicting aggregate and average performance outcomes such that the 'Should Do' SJT had stronger criterion-related validity coefficients than the 'Would Do' version. The findings also suggested the uncorrected upper-bound criterion-related validity coefficient for SJTs in selection contexts is at least moderate to strong ([beta] = .478). Moreover, the SJT was fair according to Cleary's definition of test fairness. The implications of these findings are discussed.

With the onset of COVID-19 and the anti-Asian bias that has followed, there is growing importance in creating empirically valid measures of racial prejudice. In general, there has been limited research on workplace experiences for Asian Americans, despite this group being one of the fastest-growing racial minorities in the United States. Existing measures of prejudice can be susceptible to social desirability response biases, as they tend to focus on more cognitive and affective components of attitudes, rather than behavioral expectations. The goal of this study was to develop and provide initial validation for a behavior-based measure of racial prejudice called the East Asian American Situational Judgment Test (EAA-SJT). SJTs are designed to test behavioral judgments through context-based, realistic scenarios and close-ended plausible response options (Weekley & Ployhart, 2013; Whetzel et al., 2020). There has been some evidence that SJTs measuring latent constructs may produce stronger predictive accuracy of criteria compared to traditionally used, context-independent Likert scale measures (Peus et al., 2013; Teng et al., 2020). These traditional measures, often in the form of cognitive/affective survey questions around racial attitudes, can often lead to higher instances of social desirability response bias (Huddy & Feldman, 2009; Weber et al., 2014), in which participants may not answer questions truthfully due to social concerns. The themes for the EAA-SJT scenarios and response options were based on microaggression research on Asian Americans from Sue et al., (2007a), and the proposed factor structure was predicated on research from Hauenstein et al., (2014), who were the first to develop SJTs measuring latent prejudicial attitudes toward African Americans and women. To provide initial evidence for the validity of the EAA-SJT, 400 participants from a Qualtrics survey panel completed a 20-minute online survey consisting of demographics, the initial 35-item EAA-SJT, the Asian American Stereotypes scale to test for convergent validity, the Marlowe-Crowne Social Desirability scale to test for discriminant validity, and two locally developed criterion measures to test for criterion-related validity. Results from the exploratory factor analyses (EFAs) provided evidence for a three-factor solution of Challenging, Ambivalence, and Reinforcing microaggressions. There was promising initial validity evidence for the EAA-SJT and evidence towards the incremental validity of the EAA-SJT over existing cognitive/affective measures. Next steps include building off the EFA results from this study and conducting a confirmatory factor analysis to finalize the EAA-SJT. Overall, microaggressions and other forms of racial biases in the workplace can have implications on employee well-being, as well as mental and physical health outcomes. The availability of different types of measurement tools such as the EAA-SJT may allow researchers to better understand prejudicial attitudes towards Asian Americans. / M.S. / Following the onset of the COVID-19 pandemic in 2020, there was a noted rise in anti-Asian hate crimes and instances of discrimination against Asian Americans (Jeung et al., 2021, Levin, 2021, Ruiz et al., 2020). This study aims to develop and provide initial validation for a measure of racial prejudice against East Asian Americans. This measure, the East Asian American Situational Judgement Test (EAA-SJT), provided scenarios of microaggressions against East Asian Americans along with four response options of behavioral expectations in reaction to those scenarios. The EAA-SJT can be taken by a member of any racial group and reframes the focus on the attitudes of those who potentially engage in microaggressions rather than only those who are affected by it. Preliminary evidence was found in support of the validity of the EAA-SJT.

A new approach was taken to identify a specific construct or dimension being measured by a video-based situational judgment test (VBSJT). Appropriate exertion of control was specifically explored in relation to a VBSJT test designed for entry-level selection of law enforcement officers. Ratings from ten law enforcement experts were utilized to identify this construct. The VBSJT items scored toward overexertion of control were significantly related to performance (r = .23) in a sample of 334 incumbent police officers, capturing a large portion of the effective variance of the test which had an overall validity of r = .34. Situational variables within the items were then compared to ratings of exertion of control within a sample of 5426 applicants. General provocation toward overexertion of control and ethnicity significantly affected appropriate exertion of control. Gender and likeability also had significant impact on appropriate exertion, but the practical significance was limited. Specific character manipulations (i.e., rudeness, aggressiveness, pleasantness, cooperativeness, sympathy, and suspiciousness) also had a significant impact on appropriate exertion of control. Specific information manipulations (i.e., warrants, complaints, contemptible crimes and laws being broken) also had an impact on appropriate exertion of control. Some unexpected findings suggest that the character manipulations may actually override the effect of other provocation. The overexertion of control scale was also applied to test hypotheses about the likely behavior of police officers. It was found that the location of the organization had an affect on overexertion of control. Contrary to the hypothesis, suburban locations had more overexertion of control than urban locations. Length of tenure for police officers did not have an effect on overexertion of control. This difference did not affect validity across organizations. Implications and further research are discussed. / Ph. D.

No description available.

Given economic and societal shifts towards globalization, the need to develop effective global leaders is well documented. This thesis explored the development of a prototype instrument for use in global leadership classes or training to assess and/or develop the competencies and decision-making abilities associated with effective global leadership. The format of the instrument was a hybrid of situational judgment tests (SJTs) and culture assimilators and its content was drawn from a real life critical incident as recounted by an expert global leader during an interview using cognitive task analysis techniques. The interview was part of qualitative research that investigated expert cognition displayed by exceptional global leaders. The thesis included a literature review of global leadership research to identify the general competencies, intercultural competencies, and cognitive proficiency of effective global leaders that would serve as a foundation for the domains to be assessed and developed. SJTs and culture assimilators were discussed as format examples for constructing the instrument. The process of creating and refining the tool was then reviewed, which included developing the questions and answers, conducting pre-tests, gathering feedback from subject matter experts, and conducting a content analysis to ensure global leadership and intercultural competencies were addressed. Data collected during the course of development were presented and discussed. Step-by-step instructions (that included potential improvements to the process experimented with to date) were included to guide others in future development. An abridged sample of the instrument was provided.